E-7 Visa Employer Requirements Korea: Documents & Hiring Process [2026]
Last updated: 2026-05-09 | Source: 사증·체류민원 자격별 안내 매뉴얼 (April 14, 2026)
- Employers lead the application — you prepare most of the documents for E-7
- The role must match one of the 87 Ministry of Justice occupation codes
- Your company must have no immigration violations or outstanding tax debts
- Salary: initial = occupation-specific minimum; renewal = previous year GNI (~KRW 50M/year)
- Unauthorized employment: up to 3 years imprisonment or KRW 20M fine per violation
Employer Eligibility
To sponsor an E-7 visa, the hiring company must meet the following conditions:
- Legally registered: Valid business registration (사업자등록) and, for corporations, a valid corporate registry (법인 등기)
- No immigration violations: No record of employing unauthorized workers or other immigration violations
- Tax compliance: No outstanding national or local tax debts; current on 4대 보험 (national insurance) contributions
- Financial stability: Financial statements indicating the business can sustain the employment; very new companies (under 1 year) face additional scrutiny
- Legitimate necessity: Must demonstrate that the foreign hire fills a genuine need that cannot be easily filled by a Korean national
Occupation Code Selection
Before hiring, confirm that the role falls within one of the 87 E-7 occupation codes. Key steps:
- Review the official E-7 occupation code list (published annually by the Ministry of Justice)
- Identify the code whose description best matches the primary job duties
- Confirm the salary minimum for that specific code (each code has its own minimum)
- Ensure the candidate's qualifications (education/experience) meet the code's requirements
If the role spans multiple codes, select the code covering the dominant duties. VISION ARC can help confirm the correct code before you invest in hiring.
Employer Document Checklist
| Document | Notes |
|---|---|
| Business registration certificate (사업자등록증) | Within 3 months of issuance |
| Corporate registry extract (등기부등본) | Within 3 months; for incorporated companies |
| Employment contract | Must state: occupation code, job title, salary, employment period, work location |
| Job description (직무기술서) | Detailed — see section below on writing an effective job description |
| Necessity of foreign hire statement | Explains why the role requires a foreign national (specialized skills, language, international experience) |
| Financial statements (최근 2년) | Income statement + balance sheet; demonstrates financial capacity to employ |
| Tax payment certificate (납세증명서) | National Tax Service; no outstanding taxes |
| 4대보험 payment certificate | Confirmation of national insurance enrollment and payments |
Application Process
- Confirm code and salary — verify occupation code and that salary meets the minimum standard for that code
- Sign employment contract — include all required fields (code, salary, term, location)
- Prepare employer documents — gather all items from the checklist above
- Coordinate with employee — employee prepares their personal documents (degree, CV, criminal record certificate)
- Submit application — typically submitted by the employee at the immigration office (employer's representative may submit with power of attorney)
- Respond to supplementary requests — immigration may request additional items within 7–14 days of submission
- Await approval — 2–4 weeks typical; employee receives new ARC upon approval
Salary Standards
| Stage | Standard | Reference Amount (2026) |
|---|---|---|
| Initial E-7 issuance | Occupation-specific minimum (직종별 고시기준) — varies by code | Typically KRW 2.3M–4M/month depending on code |
| E-7 renewal | Previous year GNI (국민총소득) or above | Approx. KRW 50 million/year (KRW 4.17M/month) |
Paying below the applicable minimum is grounds for immediate rejection and flags your company for future applications.
Writing an Effective Job Description
The job description (직무기술서) is the most influential employer document. A well-written job description:
- Clearly states the target E-7 occupation code and its official code name
- Lists specific daily activities (not generic descriptions like "support team operations")
- Explains why a foreign national is needed for this specific role (language skills, overseas market expertise, specialized technical knowledge not available in Korean workforce)
- Maps the candidate's qualifications explicitly to the listed duties
- Avoids vague or overly broad descriptions that could match multiple codes
Immigration officers spend significant time evaluating job descriptions. A weak description is the single most common avoidable rejection reason.
Employer Penalties
| Violation | Penalty |
|---|---|
| Employing unauthorized foreign worker | Up to 3 years imprisonment or KRW 20 million fine (Immigration Control Act Art. 94) |
| Employing foreign worker in role not matching visa status | Up to 3 years imprisonment or KRW 20 million fine |
| Failure to report employee status changes | Administrative fine (과태료) up to KRW 5 million |
| Violation record on company file | Future E-7 applications from the company face heightened scrutiny or rejection |
Frequently Asked Questions
Can a startup hire a foreign national on E-7?
Yes, but startups under 1 year of operation face additional scrutiny. Immigration officers will look closely at financial statements, business plan credibility, and the necessity of the hire. A solid business plan, evidence of revenue or investment, and a clear explanation of why the role requires a foreign national are essential for startup E-7 applications.
My application was rejected. What should the employer do?
Review the rejection notice for the stated reason. Common fixable reasons include: weak job description, salary below minimum, incomplete tax clearance, or code mismatch. After addressing the specific issue, a reapplication can be submitted. Engaging an immigration specialist for reapplication is strongly recommended to avoid repeating the same error.
What happens if the employee quits? Does the employer need to report it?
Yes. When an E-7 employee terminates employment, the employer must report the change within 15 days. Failure to report is a violation. The employee's E-7 status becomes inactive upon termination — they may then apply for D-10 (job seeker) or leave Korea.
E-7 employer support in English
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